Employee benefitsin Cabo Verde

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), provides eligible insured people and dependants with medical, hospital and medicine support under its social-protection rules. Approved medical evacuation can include return transport, treatment and a daily stay allowance. Internal evacuation is authorised through the health services; overseas evacuation requires the competent health board and a health-cooperation destination. This is distinct from an employer’s supplementary private medical policy.

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), provides an invalidity pension before normal retirement for permanent work incapacity of at least 66% that is not caused by occupational injury or disease. At least five qualifying calendar years and an approved incapacity assessment are required. A separate survivor pension protects eligible family members after an insured person’s or pensioner’s death, with duration depending on the beneficiary’s status.

Garantia’s 2022–2023 sustainability report describes supplementary group health insurance for its permanent employees, including medicine and prosthesis support. These are the insurer’s own employment benefits. Cover follows its staff policy; the disclosure does not establish employer funding percentages or national coverage limits.

Banco Comercial do Atlântico (BCA)’s 2024 programme combined medical check-ups with a wellbeing workshop covering nutrition, ergonomics, mental health and physical activity. The bank reported 409 people receiving checks and 225 workshop participants. These are activities for a named employer’s workforce, alongside its occupational-health duties.

Banco Comercial do Atlântico (BCA)’s 2024 employee-support programme offered personal, housing and transport loans. It recorded 119 social loans, totalling more than CVE 209 million. Access depends on the bank’s employee-credit terms; these are repayable loans rather than grants or a per-person benefit budget.

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), pays an old-age pension from age 60 for women or 65 for men, subject to the contribution guarantee and retirement conditions. Monthly pension equals 2% of reference remuneration for each contribution year, capped at 80% of that reference. The reference uses the ten highest revalued annual earnings within the final 15 contribution years, divided by 120. Self-employed workers need 15 qualifying calendar years, consecutive or interrupted.

Eligible employees who become involuntarily unemployed can receive a public benefit at 65% of daily reference salary. The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), requires 180 recorded contribution days, Cabo Verde residence and registration with the employment and vocational-training service as seeking work. The monthly amount is bounded by one to 2.5 minimum wages and cannot exceed the reference salary. Duration ranges from 60 to 150 days according to age and contribution history. Apply within 60 consecutive days after unemployment; an approved self-employment project can allow a lump-sum payment.

Collective redundancy requires written information to the affected unions or workers, notification of the labour authority and a negotiation process. Without an agreement, each worker’s written dismissal decision must normally arrive at least 15 days before termination; a reached agreement or arbitral award follows its separate communication rule. Compensation equals 20 days of remuneration per completed service year, with a proportionate amount for a partial year. Fixed-term workers instead receive the remaining contractual remuneration.

Employees earn 22 working days of paid annual leave for a service year. The same rule covers fixed-term contracts lasting at least a year; shorter contracts receive proportionate leave. Pay cannot be less than normal service remuneration. The first indefinite-contract leave entitlement normally opens after six months; leave generally must be taken within one year of becoming due. By agreement it can be split into two periods or accumulated up to 44 working days. Scheduling is agreed with the employee; statutory exceptions govern cash substitution and remaining leave at termination.

For covered employees, the National Social Security Institute, Instituto Nacional de Previdência Social (INPS), pays a sickness benefit equal to 70% of daily reference earnings, normally after three waiting days. The reference divides the relevant four months of declared earnings by 120. The employer separately pays the difference up to normal net remuneration for the first 90 days of each incapacity, including full net pay for the first three days; that waiting-day payment is limited to 15 days per calendar year. A worker outside social insurance receives full net remuneration from the employer for the first three months and two-thirds through the sixth month. A medical incapacity certificate is required and should reach INPS within ten calendar days.

Garantia introduced a birthday day-off policy for employees in 2023. This gives staff an additional employer-arranged day away on their birthday under the company’s policy, separate from statutory annual leave.

A birth mother receives 90 consecutive days of maternity leave. The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), pays 90% of daily reference remuneration to qualifying insured mothers, paid monthly at month end. Eligibility requires four contribution months, consecutive or interrupted, and 30 effective working days in the three months before the relevant month. The employer must separately bridge the difference between normal net remuneration and the public benefit throughout the leave. If the employee is outside social insurance, the employer pays the full net remuneration. Medically prescribed benefit after stillbirth or involuntary pregnancy loss cannot exceed the maternity-leave period.

The father has ten compulsory working days of leave immediately after a child’s birth. Qualifying insured fathers receive a single public benefit equal to 90% of daily reference pay from the National Social Security Institute, Instituto Nacional de Previdência Social (INPS). Benefit eligibility requires four contribution months and 30 effective work days in the preceding three months. If the mother dies or is physically or mentally incapable, the father can receive the mother’s maternity benefit or remaining period while retaining his own ten-day entitlement.

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), pays eligible working insured people an adoption benefit equal to 90% of daily reference remuneration when adopting a child younger than ten. It starts from judicial placement. Four contribution months and 30 effective working days in the preceding three months are required; the birth certificate and judicial adoption evidence support the claim.

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), pays an annual back-to-school grant for qualifying dependants. The amounts are CVE 2,500 for ages 4–5, CVE 3,000 for 6–10, CVE 3,500 for 11–15 and CVE 4,000 for 16–18. Registration must be in place by 31 August. From 16, active family-allowance status in July and compulsory-secondary attendance evidence are required; qualifying older pupils can continue under the stated conditions. The scheme has no per-parent limit on eligible children.

During the first six months after birth, an employee mother has a two-hour daily reduction for breastfeeding. If breastfeeding continues beyond six months, the employee must provide medical confirmation to retain the reduction under the amended rule. The reduction is separate from maternity leave.

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), supports eligible dependent children through a family allowance, paid quarterly for up to four beneficiaries per insured person. Children generally qualify through age 15; continued education can extend eligibility through secondary education at ages 15–19, middle-level education at 19–22 and higher education through age 25, subject to the scheme’s non-working and study conditions. Annual school evidence is due by 31 December; disability can preserve entitlement under separate conditions.

Eligible families can claim an infant-feeding grant covering the first six months of a child’s life, requested within six months of birth and paid as one benefit. A separate monthly disability allowance is available for qualifying dependent children through 18, or without an age limit where permanent disability prevents professional work. Medical assessment is required; the current disability threshold is 66%.

Work on a statutory public holiday or weekly rest day attracts a premium of at least 100% above ordinary pay. Night-work premiums can be added where applicable; overtime and holiday/rest premiums do not stack with each other. Ordinary paid holiday absence and any attendance or sector-specific conditions follow the applicable employment terms.

An additional year-end or thirteenth-month payment is a customary employer practice, rather than an automatic statutory extra month for every employee. The employment terms determine the amount and entitlement. The Labour Code also links an employer-granted Christmas or similar payment to attendance: full payment through three counted absences, 75% for four–six, 50% for seven–ten, and no payment beyond ten, with specified protected absences excluded and unjustified absences counted twice.

NoStress Group’s Sal employment statement offers a monthly attendance bonus equal to 25% of gross salary when the employee completes the target 40-hour workweek without absences. Eligibility follows the employer’s attendance rules. This variable incentive is separate from a customary year-end payment.

The Labour Code recognises telework as subordinate employment habitually performed outside the company through information and communications technology. That definition preserves the employee relationship; it does not itself establish a general right to choose homeworking or a national equipment allowance. Specific working arrangements require the applicable legal and contractual terms.

NoStress Group’s employment statement for its Santa Maria restaurants on Sal offers 40 hours of work a week with two full days off, reducing its former 44-hour schedule without reducing salary. This is an employer-specific hospitality arrangement, not a national shorter-workweek entitlement.

Banco Comercial do Atlântico (BCA) reported an average 44.6 training hours per employee in 2024, covering leadership, organisational management, sustainability, ethics and technical skills. Its delivery combined classroom, digital and blended learning. This is a bank-workforce average for that year, rather than a guaranteed annual training allowance across Cabo Verde.

Employment is assessed by paid work under an employer’s direction. Contracts can be oral or written unless a particular form requires writing. A fixed-term contract must identify its term and the precise temporary business need; failing the required term or justification can make it indefinite. The worker must understand the agreed terms.

Remuneration is due at regular intervals that cannot exceed 31 days, without prejudice to shorter agreed or customary periods. Each payment must be accompanied by a statement identifying the worker and social-insurance number, the pay period, basic and additional remuneration, deductions and net pay. Monthly payroll is the reported hiring practice.

The private-sector minimum monthly wage is CVE 17,000 from 1 January 2025. The public-administration floor is separately CVE 19,000. The government has established a commission to implement a move towards CVE 25,000 from 2027; that planning objective is not substituted for a verified current private-sector pay floor.

The general probation period is two months. For an indefinite contract, technically complex or responsible work can justify an agreed extension up to six months. A fixed-duration contract’s probation cannot exceed one quarter of its agreed duration. Senior management or higher-level roles can have an agreed probation of up to 12 months. The parties can shorten or waive probation, and collective agreements can modify the ordinary periods within legal limits.

Overtime is paid with at least a 35% premium above normal remuneration. The general limit is two extra hours per day and 160 hours per year; written employee consent can raise the annual ceiling to 300 hours. Night work attracts at least 25% extra pay. The night period normally runs 22:00–06:00. Night premiums can combine with overtime or rest-day/holiday premiums, while overtime and holiday/rest premiums do not combine with each other.

The ordinary limit is eight hours a day and 44 hours a week. Average weekly working time including overtime cannot exceed 48 hours over the relevant reference period. Collective averaging can permit longer individual weeks under its safeguards, including a 60-hour ceiling and a 50-hour average over two months. Employees must receive 12 continuous hours of daily rest. A shorter employer workweek is distinct from these statutory maximums.

An employer proposing dismissal for objective reasons must notify the worker of its intention and reasons at least 35 days before the proposed end date. The worker has seven working days to answer. If the employer maintains dismissal, its reasoned written decision must arrive at least 25 days before termination; missing notice attracts pay in lieu. Compensation is at least 20 days of remuneration per service year. For a fixed-term worker, the statutory compensation instead equals the remuneration remaining to the agreed end.

The National Social Security Institute, Instituto Nacional de Previdência Social (INPS), collects 16% of covered earnings from the employer and 8.5% from the employee, a combined 24.5%. This finances the applicable public social-protection system rather than a private pension account. Employers remit the monthly contribution by the 15th of the following month and register new employees within 15 days of starting work. Domestic work has a separate 15% employer and 8% employee regime.

A worker delivering services for remuneration under another person’s authority is an employee regardless of a contractor label. Genuine self-employed service providers arrange their own business and social protection. Employee annual leave, employer payroll contributions and dismissal rules should not automatically be applied to a client relationship. The factual direction and dependence of the work are central to classification.